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Job change mistakes: these 7 can cost your career

When a career is stuck in a dead end, there is often only one thing that helps - a career change. Not a bad idea: in fact, a job change like this can inspire a career. But he can also end it abruptly. Because the same job changes mistakes are made over and over again. Here you can find out which typical job change mistakes you should avoid ...

➠ Content: This is what awaits you

➠ Content: This is what awaits you

The job change as a career killer

Dissatisfied with the job? According to surveys, around half of employees have had enough of their job on a regular basis and want to change their careers. There are many good reasons for this:

  • Constant frustration in the office
  • Beef with colleagues or the boss
  • Lousy pay
  • Maximum overload
  • An increasingly suffering health
  • No further development

However, you shouldn't rush to change jobs. If you take this step wrong, it is not uncommon for your professional future to be obstructed. We'll show you a few mistakes that job changers make on a regular basis.

7 mistakes that can cost you your career

Switch too quickly

If you overdo it with the little tree-changing game, you will quickly have the reputation of a job hopper. With three jobs in three years, for example, the healthy level would already be exceeded - and raises the question of potential employers what might be wrong with you. Even if you are not objectively to blame: doubts about your ability to work in a team would arise in the HR manager's cerebrum.

It is therefore important from the outset: Be selective when choosing your employer, even as a career starter. And don't take the first job that comes up. The better the overall package (salary, working hours, location, perspective, identification, etc.), the greater the probability that you will not throw in the towel again after six months, at least in exasperation.

Nobody expects you to be loyal to the Nibelung - especially not if you are still in your twenties. Then job changes every two or three years are entirely acceptable. At some point, however, you should be able to demonstrate a long-term activity (five years plus) - and have actively and successfully helped shape a project. Otherwise your curriculum vitae conveys the image of a legionnaire who, as soon as someone else is waving thick bills, is already over the mountains again. Identification and perseverance are virtues that job hoppers tend not to believe.

Change too often

If you are planning to storm the summit, frequent job changes are not necessarily the ideal solution. Not even if you proceed very strategically and only switch every jubilee year. This was shown by a study by Monika Hamori from IE Business School in Madrid a few years ago. The management professor examined the careers of more than 1,000 CEOs. Result: The corporate executives only worked for three employers on average over the course of their careers. A quarter even stayed with one company for their entire career. She also demonstrated that the longer employees have been with the company, the shorter the journey to the top becomes. This is a clear indication, especially for employees in large and successful companies, that they should only change jobs carefully - if at all.

Change too late

Those who decide too late to change jobs will soon only see the tail lights of their career. If there is no visible development in your current company, if you have been stuck in the same position for five, eight or ten years, the train will gradually take off. This then raises questions: Was it just not enough for the next step? Or did the employee show too little bite? And why didn't he take the plunge much earlier?

Therefore: If you are constantly passed over, not challenged, encouraged or promoted for years, the change is ripe at some point. But please not only after twenty years. This is difficult to convey to a new company.

Just look at the money

Those who change jobs can expect a wage jump of five percent on average. However, the amount depends on a large number of individual factors. Nevertheless: Never make your change request dependent on money alone. Instead, see that you improve your strategic position in addition to the salary jump. For example, consider:

  • development
    Combine the job with a change of industry - from a “flop” to a “top” industry with better prospects.
  • Location
    You can also improve spatially and change location. For example, moving from Lower Saxony to Baden-Württemberg or Hesse, where they benefit from higher average wages and a denser network of companies. Or you move to where your purchasing power is increasing because living space is becoming cheaper.
  • reputation
    Or you move from a small to a larger company that may offer you more salary and a greater reputation, which in turn enhances your resume and increases your market value.

Searching for the distance in a rush

Pay lousy, boss stupid, working atmosphere poisoned: "Just get out of here quickly!", Many people then think. Please do not rush into anything! Before you put out your feelers, you should subject the framework conditions to a basic analysis:

  • What long-term perspective does the current employer offer?
  • And which of the future?
  • Where do I have the better development opportunities?
  • Which skills do I expand when I change jobs?
  • What will the industry (presumably) look like in ten years?

If, after weighing all the pros and cons come to the conclusion that the current employer is the more attractive choice, you have another option: an internal application or an internal job change. On the one hand, an internal job change saves you from the job hopper image and at the same time increases your chances of development and advancement.

Leave scorched earth behind

In the past people liked to talk about vitamin B, today they prefer to talk about active networking. Sounds less wicked, but it means that you may find it easier to get a new job through the best friend of your fellow student's father than through the standard application. Ex-employers play an important role in this network. It is they who you have experienced as a worker live and in color - and whom you can recommend or not.

Who the boss at the termination Having really made up his mind, has therefore already lost a potential advocate and recommender. And what's more: there are many ways back to your old office chair.

Especially in small, narrow industries with limited job selection, it would be downright foolish to throw dirt at the old company. So don't tear off the bridges behind you, say goodbye - and maybe even stay in friendly contact. By the way: This is also the better solution in terms of character.

Switching for the wrong reasons

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